What is the basis of job development?

What is the basis of work development? In fact, everyone has a certain understanding of self-awareness in life. Everyone will have a division of their own personality characteristics, and so will the workplace. The following is the basis of career development.

What is the basis of job development? 1 professional ability

Professional competence is divided into four parts:

1, professional knowledge: that is, theoretical basis. No matter what occupation we are engaged in, the first thing to do is to lay a good foundation of knowledge. The test standard is whether you can quickly get enough theoretical solutions from your own knowledge base when facing the actual work needs.

The learning method of professional knowledge is relatively simple. As long as you chew the classic textbooks in this field a few times more, and then always pay attention to and absorb the cutting-edge theoretical research results, you can basically meet it.

Take human resource management as an example, such as which tool is more suitable for performance management: KPI, OKR, PBC, MBO, BSC, KSF, etc. Can you analyze their advantages and disadvantages and applicability clearly?

2. Professional skills: the ability to apply professional knowledge to practice. Any theory has its specific background. What is suitable for company A may not be suitable for company B, so we should find the root of the problem according to local conditions and adjust the application theory individually.

For example, OKR (Target and Key Results Method) is a popular performance management tool in China in recent years, but it was born in Google, an Internet company, so traditional manufacturing enterprises need to conduct in-depth analysis and optimization if they want to apply it.

3. Professional experience: refers to the experience of applying professional knowledge and skills to practice, which needs to be accumulated when entering the workplace, and experienced people need to summarize it regularly. Enterprises often attach great importance to professional experience when recruiting middle and senior managers, and there is a positive correlation between professional experience and professional ability to some extent.

Recruitment interview is the most typical scene, and interviewers with less professional experience often like to play cards according to the routine, such as asking: Please introduce yourself? What are your strengths and weaknesses? These two questions can be asked to college students, but it is somewhat inappropriate to ask executive candidates: self-introduction is written in your resume, so why should I tell you the advantages and disadvantages?

People with rich professional experience often pay more attention to value when interviewing high-end people: tell the applicant what the enterprise needs, and then judge whether he can meet the demand, solve problems for the enterprise and create value.

4. professionalism: this is the most important part of professional ability, which can determine what kind of height a person will eventually reach in the professional field. Then what is a major? Similar to the craftsman spirit, it is the spirit that should be adhered to in order to give full play to the professional value, and it is the meaning of professional existence. Such as excellence, independence, concentration, etc.

For example, what is the significance of performance management? Back to the original point, in order to improve the performance of individuals and organizations, we can reward the excellent and punish the poor, but many enterprises make performance a disguised deduction of wages, which is a typical lack of professionalism. No matter what the boss asks, the value of HR must return to the origin of professional existence and stick to it, because its long-term value must be a win-win situation for enterprises and employees.

What is the basis of job development? 2. Later development planning.

1, scientific classification of enterprise posts

Before making the enterprise post development plan, we must first classify the enterprise posts. Enterprise posts are mainly divided into management, technology, administrative affairs, operation and specialty. Different chain enterprises have different job categories because of different business categories, store sizes and management models. Determining the job categories involved in this chain operation enterprise is the premise of making this plan.

Baking enterprises generally have a small single store area, and only undertake the functions of selling products and making some products, involving only three work categories: operation, management and technology. This book mainly expounds the part of human resource management and control of chain enterprises that belongs to store management and control, and does not involve the related positions serving stores.

There is no fixed pattern of job classification, and enterprises can choose their own job classification according to management needs. However, because the requirements of different positions may be similar, enterprises may classify the two types of positions into one category.

For example, because the chain stores in baking enterprises are small in scale and single in function, the professional skills of store personnel are not very high. If store employees are divided into multiple levels in professional categories, it is not conducive to the development of human resource management. Because the main work of store management positions in baking enterprises is still carried out around operations, the role of management is very limited, so store operation positions and management positions can be classified as enterprise management.

After the job classification is clear, enterprises can plan from two directions: job promotion and professional skills promotion, or they can plan together. For example, enterprise management positions can be planned according to the management level of assistant supervisor, deputy supervisor, supervisor, assistant manager, deputy manager, manager, assistant general manager, deputy general manager and general manager, or according to the vocational skills upgrading methods of technicians, assistant engineers, engineers, senior engineers and experts.

You can also combine management improvement with technical level improvement for planning. For example, supervisors can be divided into three levels through skill promotion: assistant supervisor, assistant supervisor and assistant supervisor, and supervisors can be divided into supervisor, senior supervisor and senior supervisor.

For example, the store operation positions of a baking enterprise are planned as salespersons (A, B), cashiers (A, B, C), foremen (A, B, C), store managers (A, B, C), supervisors (A, B, C) and managers (A, B, C). Technical posts are planned as apprentices, assistant technicians (1~4), technicians (1~4), senior technicians (1~4) and trainers (1~4).

After determining the job promotion plan, the enterprise should further determine the specific standards for job promotion and technical promotion. Different enterprises will have different specific standards for job promotion and technical promotion. The basic point is that employees' personal interests are linked to management and skill level. The standards of post promotion and technical promotion are not achieved overnight, and need to be jointly formulated by human resources professionals and the heads of promotion departments, and set from low post and low technical level, which is the core of enterprise talent production.

Enterprise employees should not only have professionalism, but also have strong perseverance and endurance. Once this mechanism is established, enterprises can transform their talent genes through this system.

2. Operating post promotion rules

The newly recruited salesperson of a baking enterprise is positioned as salesperson A. Salespersons who have been employed for more than 1 month can apply for or be arranged by the store to participate in a four-day full-time training on cashier POS machine license. At the same time, he passed the theoretical examination and the POS machine operator, and was promoted to a salesperson. B. The human resources department issued certificates to those who qualified and recorded them in the internal talent pool information system. Before officially becoming a cashier, the salesperson enjoys B-level treatment. Once a new position or vacancy appears, he can quickly screen through the internal talent pool and arrange new positions.

When an employee is promoted from shop assistant B to cashier post, he is called cashier A. If he has worked in cashier post for more than 3 months, he can participate in the skills upgrading training of cashier B at the request of the employee or under the arrangement of the store. The training time is 40 hours, and the training content is related skills for employees to deal with problems in the store.

For example, through the investigation of cashier's resignation, it was found that some employees left because they didn't know how to answer customers' questions in consumption, so the trainer collected customers' questions about cashiers in all stores and worked with the store manager to design the best answer. At the same time, the training content of cashier's B-level promotion is included, and employees who participate in the promotion training are required to master this professional knowledge.

This practice standardizes the unified pronunciation of cashier questions and answers in all stores, and makes a certain contribution to the standardization, standardization and unification of chain enterprises. At the same time, it can effectively alleviate the worries of cashier when answering customer questions. Cashiers who participate in B-level promotion training also need to take theoretical and practical assessments. The human resources department of employees who have passed the two examinations will issue certificates to them and record them in the internal talent pool information system, and at the same time enjoy the cashier's B-level salary.

Employees who have obtained the B-level qualification of cashier, worked in the store for more than 6 months and performed well, and passed the store foreman interview information system, must attend the store foreman reserve training of chain stores. The training time is fixed, but it is not centralized full-time training but phased. After the training, the human resources department will issue certificates to those who have passed the training and assessment of the reserve foreman, and deposit them in the enterprise talent pool to enjoy the cashier's C-level salary.

Note that the store foreman of this enterprise must attend the interview of foreman interview information system. The foreman is a management position, and some employees have excellent professional quality, but they lack management thinking and cannot be promoted rigidly.

The employee promoted to foreman is foreman A, who will lead a class of employees to work under the leadership of the store manager. As a foreman 1 month or more, you must attend the foreman business promotion training like cashier b, and the training course is the same. The foreman promotion training course is not fixed and the class hours are not fixed. When new problems are found, there will be research and development and training of new operation methods, and every time you participate in training, you must accept the assessment.

The promotion of foreman level is conducted once every six months, and the foreman who participates in the promotion must obtain all the certificates of foreman promotion to be eligible to participate. The foreman B who is qualified for promotion and whose semi-annual performance appraisal is above the average level, the human resources department will issue a certificate for him, which will be recorded in the internal talent pool information system and enjoy the salary of foreman B. Those who have obtained the B-level qualification of foreman must attend the store manager training, and the training course is fixed in class hours and carried out in stages.

Anyone who has passed the training and passed the examination and reached a certain standard or above will be awarded a C-level certificate by the Human Resources Department, and will be employed as a backup candidate for the store manager and enjoy the treatment of a C-level foreman. Manager is promoted to manager b and manager c, and supervisor a is promoted to supervisor b and supervisor C. The operation mode of manager A promoted to manager B and manager C is based on the promotion of foreman A to foreman B and foreman C. ..

3, technology promotion rules

A Fortune 500 manufacturing enterprise has several large-scale domestic or imported manufacturing equipment. In order to ensure the normal operation of equipment, it is necessary to maintain the equipment, and the high maintenance cost is a problem that enterprises have to deal with. In order to reduce the maintenance cost, the company established its own maintenance team. Enterprises have launched their own construction process on how to improve the skills of the maintenance team and how to enhance the stability of the maintenance team.

① Collect possible fault points of enterprise equipment. Through the maintenance records provided by maintenance units, interviews with maintenance personnel, maintenance records of brother units and maintenance records of other enterprises using the same type of equipment, 274 equipment maintenance failure points of the company were collected and sorted out.

② Classify the fault points of equipment. According to the difficulty and technical complexity of equipment maintenance, the chief engineer of equipment management, equipment maintenance experts and relevant professionals of equipment maintenance units classify all maintenance fault points into five levels: minor fault, general fault, major fault, major fault and difficult fault.

The specific classification method is that the chief engineer first formulates a classification standard, then the classification participants subdivide all fault points into corresponding fault levels by secret ballot, and finally count the votes of each fault point in different levels, and in which fault level there are more votes, they are assigned to the corresponding fault level.

③ Further classification of failure. According to the degree of difficulty, faults are divided into five grades, but within a large grade, the difficulty and time-consuming of many equipment faults are still different. If the fault points in each level are further subdivided according to the above classification, all maintenance fault points can be subdivided to the corresponding next level.

④ Make a training plan for each maintenance level. Different equipment failures need to be repaired by professionals with corresponding knowledge structure and skill structure. In order to ensure the effective development of maintenance work, it is necessary to analyze the fault points in each fault level and work out the required knowledge structure and skill structure, and then work out the training plan for each maintenance level in combination with the feedback from relevant leaders, excellent employees and customers.

⑤ Arrange self-study and training. Including the existing theory and the training of corresponding fault point maintenance skills, as well as the training of maintenance to reach the corresponding working hours. According to different training contents, the assessment content of training should be formulated, and only those who pass the assessment are eligible to participate in the maintenance work of training maintenance points independently.

⑥ Skill evaluation. When trained personnel independently repair a fault point, the human resources department will generally record the time when a repairman repairs a fault point and the repair interval after repair. Only when these two times reach the average level of enterprise maintenance personnel can a specific fault point be qualified for maintenance.

⑦ Accounting skill salary. The human resources department calculates the skill salary according to the maintenance fault points and the points of maintenance fault points of maintenance personnel, and settles the performance salary according to the actual maintenance level and quantity every month, which invisibly promotes the enthusiasm of employees to improve their maintenance skills.

Through this technology promotion method, the company has greatly improved the enthusiasm of employees to upgrade their skills, and the skill structure of the maintenance team has also been greatly improved. Most importantly, with the improvement of the maintenance level of maintenance personnel, employees have shifted their energy to self-improvement, and the workforce has gradually stabilized.

What is the basis of work development? 3 For employees in the workplace, what is the basis of workplace survival?

Don't be too direct in the workplace, you must understand the basic common sense of survival, or you will be yourself. I have a friend who suffers from this loss. He has a very bad leader. This kind of leader is not as good as most employees.

One day my friend's colleague asked him, what do you think of our leadership? My friend really said, "The leadership's working ability is really poor. Worse than you! " "Who didn't spend a long time talking about friends? The leader said he was angry." I heard you say that I have a bad back? "Say my work ability is poor? Is it an employee in the hands of an employee? Then there is a chance for you to be in front of you now. If you can let me down, I will leave. If you can't let me down, just watch. "

Friends are not stupid. He heard the implication of the leader, who actually wants himself, because he can't let the leader, on the one hand, deny the right of the leader, and on the other hand, there is a mountain. Because of helplessness, my friend had to choose to leave.

This is an example of colleagues. Colleagues, relationships and relationships are very good, instead of discussing leadership in private, because you don't know if you have talked to your colleagues. Workplace survival method: remember these hidden rules, the better for your own development. In order to shorten the workplace, please remember the following unspoken rules in the workplace: don't speak ill of your colleagues behind their backs, you don't know if people around you can trust them.

Don't speak ill of your colleagues behind their backs, you don't know whether the people around you can be trusted. Friends are a good example, because the leader is behind, so he was sold by his colleagues. Colleagues are better, don't say others are behind. This will make your colleagues mistake you for a hypocrite. Because you can talk about other colleagues in front of him, you can't. Speak ill of other colleagues and lose their trust in you. If you don't understand, the better. If you don't understand, please ask your colleagues to ask the leader.

Don't worry about yourself if you have less work, and don't look for anything even if you can't see it, or you will give it to yourself. This is the best way to clean for a day. The so-called "distance is beautiful" is not unreasonable. A good relationship should also understand that the better the distance relationship, the less close it is, which is not good for each other.

I have faced a crisis of trust before, and he is very close to his colleagues. Can be said to have nothing to say. This colleague once revealed a very important secret to him. I didn't expect it to leak secretly. Colleagues bit a friend and betrayed themselves. Later, they had a relationship with this matter, and then later, the truth was very big. It turns out that the secret of the secret is himself. Because he is drunk and neglected, he will reveal a secret in front of other colleagues.

Although the truth was covered up, the relationship between the two could never go back. High-profile must be separated, don't tell yourself, it is easy to cause others' jealousy, so others think you are intentional. If you meet a nobody, it will probably cause a bad thing on your way. I know how to meet at the right time, which will make me more beneficial in my work. In fact, keeping a low profile won't lead to too many people, and you can do things better.